FAQ

PPP emphasizes “we become what we do” and anchors this statement in Social Learning Theory (SLT), Polyvagal Theory, along with In The Zone Skills Training. In so doing, PPP addresses our rational, emotional and performance capabilities. Collectively, these three bodies of thought provide learners with a comprehensive understanding of what makes us humans tick. PPP also includes the Personal Concerns Inventory (PCI) which addresses the important ability to self-assess what we want to change, thus achieve our goals.

Historically, Employers provide Health Insurance for Workers and Workers’ Compensation coverage. This is a major business expenditure that exists partially because insurance is an “after the fact” expense, which can be significantly reduced when Workers acquire self-management of personal health and safety skills. PPP is the learning tool Employers can provide Workers who are also interested in prevention and early intervention of their own injury and disease. In multiple ways, PPP engages both Employer and Worker in a Partnership That Works.

PPP metrics emerge from several sources, especially when the PCI is used systematically to measure how Workers are feeling and thinking about their job, home life and work/life balance. When these Worker wants and needs are addressed with innovative and relevant learning experiences, Workers will participate more fully in their own well-being and productivity. Thus, it is important to track lost work time, incidence of all injuries, Workers’ Compensation claims costs, lowered reserves, accident reductions and everything else considered a relevant business cost.

Improvement means getting better, with metrics demonstrating enhanced Worker job satisfaction, lowered stress levels, lower incidence of all strains and sprains, especially back injuries. The PCI measures much of this, supported by resulting cost reductions which have significant impact on business budgets. Since the PCI measures system change, it provides significant metrics regarding likelihood for retention of valued employees, ability to hire new talent, lowered lost work time and other related issues

Online learning has become the training option of choice largely because it is less costly, more effective, and easier to implement. What is most important is for Workers to be learning what motivates them toward higher levels of productivity, healthier behaviors and more fulfilling interpersonal relationships . Efficiency and effectiveness are valued outcomes of all learning experiences and PPPeLearning has a long and solid record of saving our customers money, including the Tennessee Valley Authority and The Queen’s Healthcare System in Hawaii. Since Mental Health issues are escalating, it is important to note PPPeLearning is a comprehensive learning program directly relevant to this particular concern.

The PCI is highly protective of individual privacy rights, requiring PCI users to use their self-assigned password in conjunction with the unique access code given to each customer. PCI individual reports are available to each user on a “your eyes only” basis. This issue was a central issue in the development of the PCI when Clinical Psychologist, Dr. Ray Mulry, decided PCI users would be more honest and straightforward in their PCI item ratings when only they would know their results. This makes obvious sense, because it is the rare person who will express deeper concerns to others, even in a Doctors office where honesty would seem likely. The PCI is like “looking into a mirror” and you are the only one there.

Every Employer has special interests, and each wants to generate metrics relevant to those interests. What is unique about PCI data is how it can address Worker Personal Concerns by departments, ethnic groups, gender, age differences, Veteran and Civilian differences, married, single, with or without children, needs for day care and the list goes on. It is important PCI reports are reviewed by both Employer and Workers so there exits a genuine marriage of interest in resolving concerns at all levels of the organization, and changes in these concerns over time.

Example: Workers Personal Concerns changed dramatically from before – to after – the 911 attack. What other measurement tool can deliver virtually instant, relevant results from everyone in the organization?

Workers who have enrolled in the PPPeLearning course can access Psych Chats whenever they want to explore comments and the thoughts of others who have also encountered challenges implementing the 3-Step Model for System Change. Open discussion, along with the consulting support of Dr. Mulry, can make all the difference in the creation of successful system change. Dr. Mulry has implemented his program in multiple Employer environments, with thousands of Workers, and has a special insight into how to increase acceptance and reduce resistance from wary Workers. Typically, Workers enjoy the program and exhibit a genuine awareness of its value to them and their family members.

PPPeLearning is available on a lease, contract or purchase basis. Each employer will select the option most suited to the particulars of their unique organization. American NETWORK Services, Inc Consultants will work with you in this regard, always in search of what will best deliver the results you want and need.

This is a great question too. The PCI accomplishes what other self-assessments do not. The PCI not only identifies PRIMARY CONCERNS, but also prioritizes these concerns further into SECONDARY and HIGHLY FOCUSED CONCERNS. Most people have a better understanding of their personal or family budget than they do their personal concerns, motivations for change, and lack the focus needed for rapid, lasting results. Strange as it may seem, most people have only a vague conception of their personal concerns, and even this vague conception changes from day to day. For those seeking rapid, efficient, relevant, personal, behavior change, FOCUS IS EVERYTHING! This is especially true when your focus derives from your own assessment of your own wants, concerns and needs. Motivation for change comes about as the result of careful analysis of your own life and feelings. This is where Social Learning Theory, a Model for solving Personal Concerns, comes into play. SLT Makes a huge difference, especially when Polyvagal Theory and In The Zone Skills Training are brought into your personal change strategy. It is all about you becoming your own Conseiller and joining other NETWORK Conseillers, everyone working with Positive Performance Psychology as a basic and comprehensive solution to complex psychological issues

Mental Health is very much the result of people feeling good about the environment they work in, their interpersonal relationships, ability to provide for themselves and their families. This means Employers have a huge investment in their Workers, their sense of fulfillment, feeling respected, valued and being an important part of the larger organization. PPP provides both Employers and Workers with a model and strategy for positive system change. PPP is very much about people working together, listening to each other and doing what it takes, at all levels of the organization, to achieve the Partnership That Works. It is important to note that workplace accidents, injuries and overall Work/Life Balance contribute significantly to both DIRECT AND INDIRECT COSTS .

Positive Mental Health in the Workplace drives organizational success over the long haul

Positive cultural change in the workplace happens when everyone involved feels committed to such change. This requires Workers, along with Employers, commit to COMMUNICATION of what matters in the lives of those who are bringing the organization to market, now and downstream. NETWORK Conseillers are Workers motivated to learn new ideas, wanting to share those ideas as facilitators, seeking to help others better help themselves . Ultimately, successful mental health initiatives are observed when a genuine sense of caring exists throughout the organization. This is not just about verbalizations of good values and intentions. It is about BECOMING WHAT WE DO.